The two broad sources of data that most companies engage with can be broken into:
First Party Data
Third Party data
Recruiters can use either of these data sets to build their email lists. The difference between first party and third party data is that first party data is data that is collected directly from the user, while third party data is data that has been collected from external sources.
First party data may include information such as email addresses, contact information, demographic information, purchase history, and IP addresses. This type of data can be used to create a more personalized customer experience and increase customer loyalty.
Third party data is typically obtained from online sources such as social media websites or research firms. This type of data may include market research insights, industry trends and averages, customer preferences and behavior patterns. Third party data can be used to gain valuable insights about your target market and optimize marketing campaigns for maximum ROI.
First-Party Data
The main benefit of first-party data is that you can be sure that the people on your list are actually interested in hearing from you.
As an example candidate records found on job boards fall into both the first party and third party data. Wait what?
If you are fetching or buying from a third party that data by definition belongs in the third party bucket. So if you pay for a job board and download resumes with contact information it's technically third party. How are we to convert this third party data to first party?
Very simply by calling and emailing candidates and validating the personal data found on candidate resumes. Once you screen candidates you are technically moving data from a third party source to a first party source.
Third party data from a job board can be used in a variety of ways once it has been validated by a recruiter. Here are a few examples:
The data can be stored in the company's own recruitment systems as first party data, which can be used for tracking candidates and managing the hiring process.
The data can be used to create a talent pool of candidates that the company can reach out to for future job openings.
The data can be used for market research and analysis, such as identifying trends in candidate qualifications and salaries.
The data can be shared with other recruiters or hiring managers within the company to help identify potential candidates for other job openings.
In general, third party data can be converted to first party data once it has been validated and stored in the company's own recruitment systems.
It is also important to note that the company should comply with the data protection regulations (like GDPR) when storing and using the third party data, to ensure the candidates' data privacy and security.
Why is first party data important for recruiting?
When candidates apply for jobs on job boards or your own career site, they are willingly giving you their email and phone number to be contacted. This means that you can expect a higher rate of engagement with your first-party list, which can lead to better engagement and conversions.
Another advantage of first-party data is that it gives you more control over the quality of your list. Since you’re the one validating the personal data (email ids, phone numbers), you can put measures in place to ensure that only high-quality leads are added to your list.
For example, you might require people to confirm their email addresses before they’re added to your list or ask them to answer a few questions about their interests before applying for a position on your career site. This helps to weed out anyone who isn’t a good fit for your jobs or services, resulting in a more targeted and engaged list.
Here are some ways a recruiting agency can grow its email list:
Offer a newsletter or resource center to current and prospective clients
Offer a newsletter or resource center to current and prospective clients: For example, you could offer resources such as checklists, templates, industry reports, or case studies that can help job seekers make informed decisions during their search.
You can also provide helpful advice on how to prepare for interviews and negotiate salaries. Reference public information from The Balance Careers for more tips on job searching.
Post job listings on social media and link back to an email sign-up form.
Post job listings on social media and link back to an email sign-up form: Once you’ve created your job postings, share them with your followers by posting them on platforms such as LinkedIn, Twitter, and Facebook. Include a call-to-action in each post that directs users to sign up for your email list in exchange for notifications about upcoming jobs or other related content. Refer to this Built in article for more tips on recruiting through social media channels.
Create an e-book or webinar series and require an email address for access
Create an e-book or webinar series and require an email address for access: Create an engaging eBook or video series that offers helpful insights into the hiring process and requires people to enter their email address before they can access it. This will allow you to build your list while providing valuable resources to those who are looking for jobs. Read more tips from Visme about how to create and promote successful eBooks.
Advertise job postings using online advertising platforms that allow targeting based on interests and demographics.
Advertise job postings using online advertising platforms that allow targeting based on interests and demographics: Take advantage of options like Google Ads or Facebook Ads which let you target specific audiences based on criteria such as age range, gender identity, location, interests, keywords related to the job title, language spoken, etc., making sure your ad reaches the right people at the right time when they are most likely to be interested in applying for a new role. Read more from Wordstream about targeted advertising campaigns using Facebook Ads specifically designed for recruitment purposes.
Ask successful candidates to refer friends or family members with similar qualifications, incentivizing them with referral bonuses
Ask successful candidates to refer friends or family members with similar qualifications, incentivizing them with referral bonuses:
Offering a reward program where past candidates can receive discounts or rewards if they refer someone who is eventually hired is another great way of growing your contact list – especially if those referrals result in successful hires! Learn more from Workable about how employers should construct employee referral programs so they reach maximum effectiveness
Utilize influencer marketing by partnering with other industry professionals who can promote your services and collect email addresses from their network.
Utilize influencer marketing by partnering with other industry professionals who can promote your services and collect email addresses from their network: Finally, tap into influencers who come well respected within the recruitment field by collaborating in content projects such as podcasts interviews or research surveys that talk about industry trends – which should get shared with their larger network of followers allowing you access not just contacts but also overall brand awareness across different networks (Find out more from this from JOIN)
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